Despite the increased conversations of diversity, equality and inclusion the experience of many ethnic minorities has not changed. The perceptions of black women's ability to lead has constantly been in question. How would I feel if I were the only one in the room?
Letting black women be themselves:
Do not police about hair, communication style expression, boundaries etc. This contributes to the daily microaggressions and subtle discrimination experienced by the reciever. When feedback or own experiences are shared decentre your own thoughts and feelings, listen and hear what is being expressed. Understand what has been said to you and create actions to solve those feelings where possible. It may be that more conversations are needed or physical changes made to the environment.
THE WOMEN IN THE WORKPLACE 2021 REPORT: Black women are almost twice as likely as women overall to say that they cannot bring their whole selves to work. More than 1.5 times likely to say that they do not have strong allies.
Anger:
Anger is a commonly expressed emotion that can be seen at home, in the work, out in public. However, there is a stereotypical attachment between anger, black women and it being their focal point. In tackling the perceptions there should be acknowledgment that this exists. It is ignorant and bias. It is also important to understand the emotions of those who you work with, you will begin to learn about their own experiences and triggers.
Ally:
Allyship steps can be sought that the equality and representation in leadership positions. Having more black women in this role can enable the lived experiences to be shared and conversations for leadership. Acknowledging their experiences enables their voice to be heard and acted upon.
Mentorship is important to peel the layers of improving the current system. Conversations of uncomfortability have to be heard in order for change to be made. The sharing of support and resources between both individuals will highlight the impacts of marginalisation.
Clear systems and accountability creates foundations for psychological safety. There should be a consistent standard for emotional and psychological safety. Learning how to tackle bias and discrimination in application and interview processes. Understanding what microaggressions are and speaking out against it when it happens. Reflecting upon past situations, how can all the parties improve to develop a better working relationship. Amplifying the contributions of black women, celebrating the success but supporting the failure.
Concrete Ceilings:
75% of racially minoritised women report the experience of racism in the workplace. Racially minoritised people are more likely to live in poverty, therefore there is a new generation of working class backgrounds. They will be disadvantages as they will not have the same access to career advice, networks and opportunities as other counterparts. There will always be a systemic racism endemic in Western Society until change is collectively sought. In respect of the workplace, black women are significantly underrepresented in positions of power or experience a ceiling. Those who do have the positions of leadership face their own struggles through being mistaken for some position lower than what they have worked for.
Business Reflection:
Why are there not as many black women within the organisation?
Who is depicted as the face of the organisation? How would Black Women view our organisation looking outwards and inwards?
Do specific barriers in our organisation prohibit black women from thriving and developing?
Black women are more likely than other racial groups to spend a substantial amount of time working on diversity and ethnicity inclusion that is outside the formal job responsibilities. They are more open to speak about bias and discrimination. But also one of the first to become mentors and sponsors to support the next generation.
Until the next Legal Thought,
Elicia Maxwell
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